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A G R E E M E N T

BETWEEN

LAKE FENTON SCHOOL DISTRICT

BOARD OF EDUCATION

AND

LAKE FENTON

SECRETARIAL ASSOCIATION

1994-95

1995-96

1996-97

Michigan State UniversityLABOR AND SNDUSTRf At

RELATIONS LlB«Afiv

Secretary/Clerk/Paraprofessional Contract 1994-97page i

Table of Contents

1.0 ARTICLE I - AGREEMENT

2.0 ARTICLE II - RECOGNITION

3.0 ARTICLE III - WORKING HOURS

4.0 ARTICLE IV - COMPENSATION

5.0 ARTICLE V - VACATIONS

6.0 ARTICLE VI - VACANCIES AND NEW POSITIONS

7.0 ARTICLE VII - DISMISSAL AND TERMINATION PROCEDURE

8.0 ARTICLE VIII - LEAVES OF ABSENCE

9.0 ARTICLE IX - REDUCTION AND RECALL OF PERSONNEL 11

10.0 ARTICLE X - INSURANCE 12

11.0 ARTICLE XI - GRIEVANCE PROCEDURE 14

12.0 ARTICLE XII - MISCELLANEOUS PROVISIONS 15

13.0 SALARY SCHEDULE - SCHEDULE A 17

14.0 SECRETARY/CLERK/PARAPROFESSIONAL SENIORITY LIST 18

15.0 ARTICLE XIII - DURATION - SIGNATURE PAGE 20

16.0 SCHOOL CALENDARS 21

Page i

Secretary/Clerk/Paraprofessional Contract 1994-97page 2

ARTICLE I - AGREEMENT

The purpose of this Agreement is to set forth wages, hours and work-

ing conditions and to promote orderly and peaceful employee relations

for the mutual interest of the employees and the Board of Education.

ARTICLE II - RECOGNITION

A. The Board of Education recognizes the Lake Fenton School Secretari-

al Association as the exclusive bargaining representative of the

regular full-time employees who hold operational assignments in

the areas of secretarial, clerical and paraprofessional services,

excluding Central Office Personnel and all other school employees.

1. The term "full-time employee" to mean one who works at least

forty (40) weeks per year and at least six (6) hours per

day or thirty (30) hours per week.

2. Part-time employees and substitutes are not entitled to

fringe benefits, and they are not covered by this Agreement

except for pay rate purposes.

3. Any decisions that are made concerning contract interpreta-

tion between the Administration and the L.F.S.S.A. shall be

in writing, a copy of which shall be forwarded to the Execu-

tive Committee Representative in accordance with the bylaws

of the L.F.S.S.A.

4. When any clerical, paraprofessional or secretarial position

is filled by the Lake Fenton Administration on a permanent

basis, the L.F.S.S.A. Executive Committee Representative

will be notified in writing within three (3) working days.

Page 2


B. The Board and the Association agree that all information received

by members of the Association during the working day is confiden-

tial material.

C. The Board, Superintendent, Principals or other Administrative

Executive Personnel shall provide that the employee receive the

necessary information in regard to policies, rules, regulations

and duties that are pertinent to the job and should be provided

with the necessary equipment to do the job.

D. Definition of job classifications:

PARAPROFESSIONAL:

Paraprofessional is a person who works with small groups of chil-

dren or on a one to one basis in a classroom under the direction

of a Teacher. He/she may be assigned to other areas of work if

training, experience, qualifications, etc., meet the needs of the

task. He/she must have additional training and/or several years

experience working in the area assigned.

CLERK:

A Clerk is a person who works under supervision (some times with

groups of children) doing a job that requires some office duties

such as filing, typing, etc., e.g. Office Clerk, or Library Clerk

(duties described in original performance responsibilities).

SECRETARY:

A Secretary is a person who works for a supervisor with duties

such as computer work; typing correspondence, reports, and

memos; bookkeeping, etc.

ARTICLE III - WORKING HOURS

Page 3


The normal work day for all employees covered by this Agreement shall

be eight (8) hours per day, Monday through Friday, during the school

year. During the summer recess it shall be six (6) hours per day,

Monday through Friday. Summer hours begin after the last teacher

work day of the current school year and ends the day before the

teacher work day of the new school year.

first

1. Certain positions may call for a seven (7) hour day or six

(6) hour day.

2. SNOW DAYS— 52 week employees will have to: work on snow

days; make the days up at some agreeable time; suffer per

diem loss on snow days; use a vacation day.

40 and 46 week employees must work (at no additional pay)

on the official make up day(s) or suffer a per diem loss of

pay. Snow days will coincide with the teachers' contract.

However, if an administrator requests an employee to work,

the employee will be allowed time off with pay at a future

date agreeable to both the employee and administrator.

3. Each employee shall be entitled to a thirty (30) minute^ duty

free lunch period and a fifteen (15) minute break during each

half day.

4. Number of weeks worked will be determined by Administration.

HIGH SCHOOL COUNSELING OFFICE SECRETARY

This position will be made a 52-week position so that the office is

covered during the summer.

Page 4

Secretary/Clerk/Paraprofessional Contract 1994-97

page 5

ARTICLE IV - COMPENSATION

A. The salaries of employees covered by this Agreement are set forth

in Schedule A, which is attached to and incorporated in this Agree-

ment.

B. Overtime worked at the request of the immediate supervisor

beyond the normal working day shall be paid at the rate of time

and one-half of the regular rate or the employee will be given

time off with pay in the amount of one and one-half times the

hours actually worked.

C. Substitutes shall be paid at the first step of the Secretary's

hourly pay scale. If the substitute is replacing a Clerk or Para-

professional, the substitute shall be paid at the first step of

the Clerk/Paraprofessional hourly pay scale.

D. The following days shall be classified as paid holidays:

Christmas Eve Memorial Day

Christmas Day Fourth of July

New Year's Eve Labor Day

New Years' Day Thanksgiving Day

Good Friday Friday After Thanksgiving

E. If a paid holiday falls during a vacation period, it will not

count as a vacation day, and one (1) day may be added to the em-

ployee's vacation time.

F. Secretaries, Clerks and Paraprofessionals will be paid on an hour-

ly basis for the actual days worked from the first work week

through the last week of their work year on a bi-weekly basis.

G. An employee engaged during the working day in negotiations on

behalf of the L.F.S.S.A. with any representative of the Board or

Page 5


participating in any grievance negotiations, shall be released

from regular duties without loss of salary.

H. Each employee, at the discretion of the Board of Education, is

eligible to attend conferences, workshops, etc., pertainibg to

his/her job and be reimbursed his/her mileage, meals, registtation

and housing.

I. Funeral Leaves — An employee may use one (1) day from their

sick days for the death of a relative outside of their immediate

family. An employee may use up to five (5) days from their sick

days for each death in their immediate family. Immediate family

includes: husband, wife, son, daughter, mother, father, sister,

brother, father-in-law, mother-in-law, sister-in-law, brother-in-

law, grandparent, grandchild, and stepchildren.

J. Mileage — All employees covered by this Agreement will receive

compensation for mileage at the same rate as administrators or

Central Office secretaries, which ever is higher.

K. WINTER BREAK DAYS— Will not be "work" days unless schdol is

held to make up a snow day which will then mean all L.F.S.S.A.

employees shall work their regular shift. Note: If the current

law regarding Snow Days is amended or revoked, automatically this

clause reverts to the language in the contract covering Snow

Days. (Article III - IB)

ARTICLE V - VACATIONS

A. Eligible employees have the right to choose the time of their

vacations with the approval of their supervisor. Vacation time

will not be accumulated. It must be taken or lost.

Page 6


1. Full-time twelve (12) month employees (unless otherwise

specified) are eligible for the following paid vacation sched-

ule: An employee with six (6) months but less than one (1)

year by July 1 shall receive two (2) days vacation. After

the first year an employee is eligible for one (1) week vaca-

tion. After two (2) years of employment an employee is eligi-

ble for two (2) weeks vacation. After (5) years of employ-

ment an employee is eligible for three (3) weeks vacation.

After fifteen (15) years of employment, four (4) weeks of

vacation will be awarded.

2. Employees working 40 or 46 weeks shall receive paid vacation

as follows:

One (1) week for employees after one (1) year in the

unit.

Two (2) weeks for employees after five (5) years experi-

ence in the unit.

Any employee hired after the official starting date of a

school year will accrue vacation days on a pro-rated

basis, earning one (1) day for every two months worked.

Christmas Vacation, Easter Vacation or days following the

normal work year will be used for vacation days.

3. Vacations for employees will be paid on the basis of the

hours per week the employee worked during the year the vaca-

tion was earned.

4. Requests for vacation days during the school year will be

considered.

Page 7


5. Vacation eligibility is based upon the school's fiscal year,

which runs from July 1 to June 30th. Unused vacation days

will not be accruable from year to year.

6. If a year round employee's weeks are reduced to 40 or 46

weeks, the schedule for less than year round employee^ will

prevail.

ARTICLE VI - VACANCIES AND NEW POSITIONS

In the event of a vacancy or a new position in the clerical, para-

professional or secretarial area, the Superintendent's Office will

post the position for five (5) days. Also, the L.F.S.S.A.

person will be notified in writing of the vacancy or new cl

:hair-

srical

position. Any employee covered by this Agreement may apply in

writing for the position and have a personal interview upon re-

quest. Consideration will be given to each applicant. If, in the

judgment of the Administration, a qualified candidate is not avail-

able in the system, the Administration reserves the right t<t> hire

from outside the system.

Upon consultation with the Association, a new employee may be

considered for and placed on 2nd step (Clerical-Paraprofessional)

or 3rd step (Secretarial) if his/her qualifications and experience

warrant such consideration. New employees will be on a probation-

ary status for a period of sixty (60) working days and will not be

eligible for fringe benefits during this time.

Anyone hired for any position outside the Lake Fenton School

Secretarial Association bargaining unit will not be hired using

any of the rates or steps as currently established.

Page 8


D. The probationary employee shall be notified in writing by the

Administration at the end of the probationary period. The evalua-

tion of work and status as an employee shall be made at that time.

E. After a permanent employee has been hired, the L.F.S.S.A. Chairper-

son will be notified in writing the name of the employee, the

classification, and what salary step the employee is to be paid.

F. If an existing position is to be reclassif ied, the L.F.S.S.A.

Chairperson will be notified in writing. This reclassified posi-

tion then will be treated as a new position. In the event of up

grading a position, all positions of the same classification and

similar responsibilities will be reviewed for possible reclassifi-

cation.

ARTICLE VII - DISMISSAL AND TERMINATION PROCEDURE

A. In the event an employee is dismissed for cause, the Administra-

tion shall notify the individual in writing as to the reason.

B. An employee leaving the employment of the school system shall

give a minimum of two (2) weeks notice of leaving, or else forfeit

any benefits due.

C. Payment of sick days— After ten (10) years of service in the

unit, accumulated sick days, up to sixty (60) days, shall be paid

$10 per day upon terminating Lake Fenton Community Schools em-

ployment .

ARTICLE VIII - LEAVES OF ABSENCE

A. Employees covered by this contract shall be granted one (1) day

sick leave per month of work. Month's work equals any month in

Page 9

D,


which an employee is scheduled to work and/or draws pay for ten

(10) days or more. Unused sick leave shall accrue to 105 days.

PERSONAL DAYS

The maximum of two (2) days sick leave may be used for personal

business. Personal days must be to transact business whidh can-

not normally be handled outside school hours, such as medical and

dental appointments. Application for personal leave must be made

in writing stating the reason such absence, and request is Subject

to approval of the Administration. The request must be made

three (3) days in advance of the requested, except in the 4 a s e

an emergency.

CHILD CARE LEAVE

The Board may grant a leave of absence for child care without pay

or fringe benefits. Such leave must be requested in writing at

least ninety (90) days in advance of the date on which the leave

is expected to begin. Such leave may be for up to one (1) year.

The leave may be extended at the discretion of the Board.

ILLNESS LEAVE

An employee may apply for a leave of absence if illness extends

beyond the period compensated through sick leave and such leave

may not exceed one (1) year. A leave of absence shall not be

granted without a signed recommendation from a physician.

SPECIAL LEAVE OF ABSENCE (30 to 90 DAYS)

Sometimes, very extenuating circumstances prevail regarding employ-

ees which necessitate a short leave of absence of less than one

(1) month, nor longer than three (3) months. The Boatd may

grant such a leave after evaluating the petition. Should such a

Page 10

Searetary/Clerk/Paraprofessional Contract 1994-97page 11

leave be granted, the employee retains only his/her seniority.

All wages and benefits are excluded during this period of time,

however, the employee may continue in his/her benefit coverage

plans at his/her own expense subject to the terms of the carrier.

Reinstatement to his/her former position will be granted on return

from such a leave.

ARTICLE IX - REDUCTION AND RECALL OF PERSONNEL

A. Seniority shall be computed on the basis of the employees hiring

date into the bargaining unit or on the date of assuming a higher

classification whichever is appropriate as outlined below.

1. In any necessary reduction of the employees in this bargain-

ing unit, which includes secretaries, clerks, library clerks

and Paraprofessionals, employees with greater seniority with-

in a classification shall be given priority over employees

with less seniority in the same classification, or in any

other classification in the bargaining unit which the employ-

ee had previously accumulated seniority. However, employees

shall not displace other employees in higher classifications

regardless of seniority.

2. Employees to be laid off for an indefinite period of time

shall receive two (2) weeks notice of layoff, in writing by

the Board, whenever possible. The Association committee

shall receive a list from the Board containing the names of

employees to be laid off on the same date that the employee

are notified.

3. In the event recall of personnel occurs:

Page 11

A.


a. Employees in a lower classification or on layoff because

of a reduction in personnel will be offered recall to

their former classification first.

b. Employees who are laid off will then be offered recall

to their former classification.

4. Notice of recall shall be sent to the employee at his/her

last known address by registered or certified mail. Every

employee shall be required to notify the Board of his/her

intent to return to work within the two (2) working days

after receipt of the recall notice. If the employee fails to

report for work within ten (10) working days from the date

of the notice of recall, he/she shall be considered terminat-

ed. Under extenuating circumstances, exceptions sh^ll be

made by mutual agreement, such as a phone call etct., to

expedite acceptance of recall.

5. If a position is reduced to less than 30 hours causing ineli-

gibility for benefits, said employee may follow same proce-

dures as for layoff as outlined above, regarding displacement

of another employee with less seniority in that classifica-

tion.

ARTICLE X - INSURANCE

The Board shall provide a short term disability program. The

Board's cost of such program shall not exceed $15.40 per month

per qualifying employee. Any program selected after July 11 1983

not covered by the above cost ($15.40) will be covered by payroll

deduction.

Page 12


B. The Board shall provide (retro to 7-1-91) the cost of a single

subscriber toward Full Family Blue Cross/Blue Shield coverage, or

comparable health insurance. This benefit is year round and cov-

ers only seniority employees who are considered to be full-time

employees. Any employee not taking the single subscription paid

rate shall have $70.00 per month applied to a tax sheltered annui-

ty approved by the Board for the contract.

C. The Board shall provide group term life insurance protection in

the amount of Ten Thousand ($10,000) Dollars that will be paid

to the employee's designated beneficiary (AD & D included).

D. The Board shall provide without cost to the employee the

MESSA/Delta Dental Plan Auto + with Orthodontic Rider 0-8, includ-

ing internal and external coordination of benefits (CCB) or compa-

rable for all employees of the bargaining unit and their eligible

dependents.

Any employee not taking Delta Dental coverage may have that

amount applied monthly to a tax sheltered annuity approved by the

Board. If a self insured program is implemented, the parties shall

meet and determine mutually the amount of the annuity.

E. Effective 7-1-90, the Board will contribute a maximum of $60.00

per year per employee toward a mutually agreed upon vision care

program.

F. The Board will make no payments of premiums for any insurance

for any employee while such employee is on a leave of absence of

any kind beyond their accumulated sick days. All insurance pre-

miums cease the month during which the employee ceases to be an

employee.

Page 13


G. The membership agrees to change the health coverage to a plan

"comparable" to the Blue Cross/Blue Shield coverage now received

ARTICLE XI - GRIEVANCE PROCEDURE

A. DEFINITION:

1. A grievance shall mean a complaint by an employee in the

bargaining unit that there has been a violation misinterpreta-

tion or inequitable application of specific provision qf this

Agreement to the employee.

2. As used in this Article the term "employee" may cjiean a

group of employees having the same grievance.

B. PROCEDURE:

1. An employee having a specific grievance may present it orally

to his/her supervisor.

2. If the grievance is not settled orally, it shall be reduced

to writing and presented to the employee's immediate supervi-

•

sor within fifteen (15) working days of the act or condition

that caused the alleged grievance. The employee shall speci-

fy the provision of the contract that is violated aiid the

remedy requested.

3. The immediate supervisor will answer such grievance within

five (5) working days from the date which it was filed in

writing, unless extended by mutual agreement.

4. Unless appealed in writing to the next step within five (5)

working days, such answer shall be final. If appealed the

grievance shall be presented in writing to the Superinten-

Page 14


dent or his designated representative by the L.F.S.S.A. repre-

sentative.

5. The Superintendent shall answer the grievance in writing

within five (5) working days from the date of receipt of the

appeal, unless extended by mutual agreement.

6. Unless appealed to the next step within five (5) working

days, such answer shall be final.

7. Any appeal of a decision rendered by the Superintendent

shall be presented to the Board within five (5) working days,

and the Board or its designated representative shall meet

with the grievant and/or representative of the L.F.S.S.A. in

an effort to resolve the grievance.

8. The Board or its designated representative shall answer such

grievance in writing within ten (10) working days from the

date of conference and this answer shall be final.

ARTICLE XII - MISCELLANEOUS PROVISIONS

A. NO STRIKE

The L.F.S.S.A. and the Board recognize that strikes and other

forms of work stoppages by employees are contrary to law and pub-

lic policy. The L.F.S.S.A. and the Board subscribe to the princi-

ple that differences shall be resolved by peaceful and appropriate

means without interruption of the school system.The L.F.S.S.A.

therefore agrees that its members shall not authorize, instigate,

cause, aid, encourage, ratify or condone, nor shall any member

take part in any strike, slowdown or stoppage of work, boycott,

picketing or any other interruption of activities in the school

Page 15


system. Failure or refusal on the part of any employee to comply

with this Article shall be cause for immediate dismissal.

B. WAIVER CLAUSE

This Agreement incorporates the full thinking of the parties on

negotiable subjects. No agreement, alteration, understanding or

modification of any of the terms or conditions or covenants con-

tained herein shall be made by any employee or group of employ-

ees with the Board, unless executed in writing between the parties

and the same has been ratified by the Board and the L.F.S.S.A.

C. PAST PRACTICES

This agreement shall supersede any rules, regulations or past

practices of the Board which shall be contrary to or inconsistent

with the terms, and these past practices shall not be recognized

unless committed to writing and incorporated into this Agreement.

D. SAVINGS CLAUSE

If any provisions of this Agreement or any application of the

Agreement to any employee or group of employees shall be found

contrary to law, then such provisions or application shall not be

deemed valid and subsisting, except to the extent permitted by

law, but all other provisions or applications shall continue in

full force and effect.

E. COPIES

Copies of this Agreement shall be prepared at the expense of the

Board and provided to all employees covered by this Agreement

now employed or hereafter employed by the board.

Page 16


page 17

SALARY SCHEDULE - SCHEDULE A

(Per Hour Rates)

SECRETARIAL

Step

Step

Step

Step

Step

I

II

III

IV

V

1994-95

$9.11

9.32

9.56

9.81

10.04

1995-96

$9.38

9.60

9.85

10.11

10.34

1996-97

$9.67

9.89

10.14

10.41

10.65

CLERICAL/PARAPROFESSIONAL:

Step

Step

Step

I

II

III

$7

8

8

.85

.17

.41

$8.09

8.42

8.66

$8

8

8

.33

.67

.92

NOTES: 1. The full time Library Clerk in the high school will be

paid an extra $10.00 a day when the high school librari-

an is absent or gone for the day.

2. Employees shall receive retro pay for all hours worked

since 7-01-94. Said check shall have current state and

federal deductions required by law.

3. Ratification of the above by the Association and the

Board will result in settlement of all issues brought

forth by both parties and in a new contract for 3 years,

7-01-94 through 6-30-97.

Page 17

Secretary/Clerk/Paraprofessionalpage 18 y;:-

NAME HIREDATE

SECRETARY SENIORITY LIST as of June 30, 1994

1994-95

DATE FULL SENIORITY YEARS POSITION

TIME EMP. DATE SERVICE LOCATION

Nettie Holtslander 9-03-66 9-03-66

Rita Higgins 9-21-73 9-21-73

Karen Townsend* 11-19-74 12-09-75

Dee Grossmann 8-14-78 8-14-78

Shirley Buszka 2-28-76 9-01-82

Gail Knuth

Carol Freed

10-09-78 9-17-82

6-20-86 8-08-86

Barbara Knutson 2-11-85 8-19-86

Nancy Harris

Jean Grubbs*

9-01-82 8-26-86

01-10-69 2-18-85

Melitta Krusina 9-07-76 11-07-88

Elona Gallagher 9-14-81 2-21-89

Judy Harris

Kathy Latham

Terri Winter

10-12-88 4-10-89

2-05-90 2-05-90

10-12-90 10-12-90

9-03-66 28

9-21-73

12-09-75

8-14-78

9-01-82

9-17-82

8-08-86

8-19-86

8-26-86

2-18-85

11-07-88

2-21-89

4-10-89

2-05-90

10-12-90

20 9/12

18 7/12

15 11/12

11 10/12

11 9/12

7 11/12

7 10/12

7 10/12

6 4/12

5 7/12

5 4/12

5 3/12

4 5/12

3 9/12

SecretaryHigh School

Library ClerkWest Shore


SecretaryWest Shore

OfficeTorrey

Office

ClerkHill

ClerkWest Shore

SecretaryTorrey Hill


LibraryHigh Scjhc

Chpt I.Para-Pro:Torrey

Clerk

Hill

Library ClerkTorrey Hill

Comp. LabPara-ProfWest Shore


Para-PrtofWest Shore

SecretarySpecial Ed.

Page 18


page 19

Joan Kinghorn

Joanne Dixon

Lauren Hunter

Darlene Payne

Kimberly Cole

Perry Wiles

Mary Ruddy

Karen Townsend

*Jean Grubbs

9-11-90 8-28-91

12-01-88 8-24-92

3-19-90 9-21-92

4-03-90 9-21-92

1-16-93 8-30-93

8-23-93 8-30-93

2-21-92 9-21-93

8-28-91 2 10/12 Para-ProfTorrey Hill

8-24-92 1 10/12 Para-ProfHigh School

9-21-92

9-21-92

8-30-93

8-30-93

9-21-93

1 9/12 Chpt. ITorrey Hill

1 9/12 Chpt. IWest Shore

10/12 Para-ProfWest Shore

10/12 Para-ProfHigh School

9/12 Chpt. IWest Shore

Seniority frozen as clerk from 12-09-75 to 8-28-79

Seniority frozen as paraprofessional as of 10-1-90

An employee working a school year, September - June, will receive a fullyear's seniority. Seniority will accrue during paid or unpaid vacation.

Page 19

Secretary /Clerk/Paraprofessional Contract 1994-97page 20

ARTICLE XIII - DURATION - SIGNATURE PAGE

This agreement shall be in effect from7-1-94 through 11:59 p.m. on 6-30-97

FOR THE LAKE FENTON SCHOOLSSECRETARIAL ASSOCIATION:

FOR THE LAKE FENTONBOARD OF EDUCATION:

\j

L.F.S.S.A. Chairperson

IL.F.S.S.A. Team Member

Treasim

/?,Date

JULY 18, 1994Date

Page 20


lAKE FENTON COMMUNITY SCHOOLS11425 TORREY ROAD

SCHOOL CALENDAR - 1994-95 FENTON, MICHIGAN 48430

August 24 Wed New Teacher OrientationAugust 25 Thurs Teacher OrientationAugust 29 Mon Half day - K-12, Teacher Inservice in P.M.

AM Kdg

September 2-5 Fri/Mon NO SCHOOL K-12 - Labor DaySeptember 6 Tues School ResumesTO BE ANNOUNCED West Shore/Torrey Hill Elementary Open HouseSeptember 28 High School Conferences 8-12

October 11 Tues A.M. Testing, (grades 8-12, P.M. Teacher InserviceFull Day K-7

October 13 Thurs A.M. Testing, Grades 8-12, P.M. Teacher InserviceFull Day K-7

October 28 Fri 1st Marking Period Ends -Full Day classes K-12 (4)

November 2, 3 , 4 West Shore/Torrey Hill School ConferencesA.M. classes K-7P.M. Kdg on 2nd/4th, A.M. Kdg on 3rd

November 23 Wed A.M. Classes K-12 — Compensatory Time (1) (2)A.M. Kdg

November 24-25 Th/Fr i NO SCHOOL K-12 - Thanksgiving Recess

December 21 Wed Last Day Before Winter Recess

January 3 Tues School ResumesJanuary 13 Fri First Semester Ends (5)January 16 Mon NO SCHOOL K-12 - Teachers Record DayJanuary 17 Tues Second Semester Begins

February 15 Wed High School Conferences (2) (3)February 17/20 Fri/Mon NO SCHOOL K-12 - Mid-Winter Break

March 24 Fri Third Marking Period Ends Full Day K-12 (4)March 30-31 Thurs /Fr i Elementary Conferences

A.M. Classes K-7P.M. Kdg on 30th, P.M. Kdg on 31st

April 13 Thurs A.M. Classes 8-12 (Compensatory Time) (2)K-7 Full Day

April 14 Fri NO SCHOOL K-12 - Spring RecessApril 24 Mon School Resumes

May 29 Mon NO SCHOOL K-12 - Memorial Day

June 7 Wed Last Day of Classes - A.M. Classes K-12June 8 Thurs Teacher Record Day

Page 21

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